Senior HR Generalist

About The Role

The Senior HR Generalist is a high-breadth, execution-oriented role that sits within the HRBP team at the intersection of people programs, employee relations, and cross-functional talent enablement. We are a 130-person (and growing) tech organization headquartered in Reston, VA, projected to reach 200 employees by end of 2026. As the organization scales rapidly — with significant headcount growth planned across multiple functions — this person will play a critical role in ensuring new hires across the company reach full productivity quickly, that our people programs are coordinated and running reliably, and that managers feel supported on the full spectrum of employee relations matters.

This role has a clear growth path toward Senior People & Culture Consultant or HRBP, depending on your strengths, interests, and business needs.

Key Responsibilities

People & Culture initiatives — project management (40%) Own the OKR rollout coordination within Lattice: develop and manage the rollout timeline, draft and distribute communications to managers and ICs, and maintain tracking to ensure adoption milestones are met Support the semi-annual performance management cycle end-to-end, coordinating timelines, stakeholder communications, completion tracking, and escalations across the organization Project manage the company-wide career ladder and job description initiative in close partnership with the Director, HRBP and internal stakeholders: maintain the project plan, schedule and facilitate stakeholder sessions, manage document versions, track open items, and keep deliverables on timeline Coordinate with function leaders to ensure every employee has an accurate, consistently titled, and up-to-date job description as career ladders are finalized Maintain a live project tracker and status dashboard across all active P&C initiatives; surface blockers proactively and prepare concise updates for the Director, HRBP Synthesize themes from performance and employee engagement platform data (Lattice) and deliver regular findings reports to the People & Culture leadership team Talent enablement (40%) Serve as the cross-functional liaison between the Employee Experience team and functional front-line leaders, identifying the need for tailored onboarding content and coordinating bespoke solutions to reduce time-to-productivity for new hires across the organization Partner with functional leaders to surface team-specific onboarding needs — facilitating content creation through the leaders themselves rather than building from scratch — and ensure new hire experiences go meaningfully deeper than general orientation Define, track, and report on new hire onboarding metrics (including time-to-productivity indicators) in coordination with the Employee Experience Manager; support new hire buddy program coordination and OKR development within the first 30 days Coach managers and ICs on the consistent use of Lattice for 1:1 meeting tracking, performance documentation, and ongoing feedback — helping them understand how building a richer record in the tool strengthens future performance conversations and write-ups Coordinate the new people manager L&D initiative: identify and curate relevant development paths from existing vendor offerings, manage program logistics (invitations, scheduling, completion tracking), and ensure newly promoted managers are enrolled at the time of promotion — in coordination with HR Ops on any HRIS automation Support team dynamics, communication norms, and cultural onboarding for employees as the organization expands internationally, serving as a resource for managers navigating cross-cultural team integration Employee relations (20%) Guide front-line managers through difficult employee conversations and Performance Improvement Plan administration end-to-end: drafting, documentation, follow-through, and outcome tracking Conduct and/or support investigations using established processes as needed, in partnership with the Dir